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UTAH ARMY NATIONAL GUARD Officer Evaluation Reporting System.

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1 UTAH ARMY NATIONAL GUARD Officer Evaluation Reporting System

2 67-9 OER Provides boards adequate discrimination. Reestablishes field impact on selection of future leaders. –Opportunity to advance the “Best” –Confidence that others cannot inflate Easy as possible on Senior Raters Retains Hope Improves Counseling

3 IMPROVED LEADER COMMUNICATION “Commander’s Intent” flows down - Mission and Performance Linked - Mission and Performance Linked - Rater expectations clear - Rater expectations clear - Command Policies transmitted down - Command Policies transmitted down - Developmental Opportunities Maximized - Developmental Opportunities Maximized “Top down emphasis” on two-way communication Senior raters required to distribute two levels down Senior rater verifies initial face to face counseling Regular follow-up counseling documented on form Senior raters required to distribute two levels down Senior rater verifies initial face to face counseling Regular follow-up counseling documented on form REINVIGORATED SUPPORT FORM!

4 MISSION REQUIREMENTS (Objectives) AND DEVELOPMENTAL TASKS JUNIOR OFFICER DEVELOPMENTAL SUPPORT FORM CONCEPT JUNIOR OFFICER DEVELOPMENTAL SUPPORT FORM CONCEPT SPT FORM WORKSHEET SPT FORM CW2-CW5/CPT-MG: MISSION REQUIREMENTS and MISSION TASKS Performance Objectives DEVELOPMENTAL TASKS (JODSF) * BASED ON MISSION (SUPPORT FORM) * FOCUSED ON LEADERSHIP DOCTRINE MANDATORY QUARTERLY COUNSELING SR RATER APPROVAL/OVERWATCH LTs/W01s: Development with Performance INTEGRATES

5 Masking Early OERS 2LT 1LT CPT NEW POLICY 2 LT reports masked after promotion to CPT WO1 reports masked after selection to CW3 ISSUES: - Quality of junior officer assignment varies - Intensity of junior officer experience varies - Speed of integration into Army culture varies “ZERO DEFECTS”

6 RATER TIPS Pass Support Form 2 levels down Require subordinates’ Support Forms in return Set aside time to Coach/Counsel Do it Early Enforce JODSF -- Are there Tasks/Is there Counseling Learn OPMS XXI -- Started 1 Jan 99 Advocate your best to senior rater -- Remember senior rater is limited to the number of ACOM Rater has primary responsibility for counseling / mentoring

7 DA FORM 67-9 (FRONT SIDE) 1. RO signs last, Allow for Time 2. Scope of Responsibilities 3. No is Bad Leader Word Picture - No “School Solution” 4. For Evaluation of Raters of LTs & WO1s

8 DA FORM 67-9 (REVERSE SIDE) To Date Most RO’s viewed as Outstanding 6. Performance & Potential. Put Potential at the end of the narrative. Effective 1 Oct 02, use a double space to separate the two portions. 7. NOT Potential - Unique Skills etc.. Optional - Unique Professional Skills/Expertise Mandatory effective 1 Jan 99- For ACC CPT thru LTC must recommend a Career Field (CF/BR or CF/FA) 8. Potential Comments in narrative (VIIc), Three Future Assignments and Career Field in (VIId) should be consistent 8

9 Common OER Processing Errors Part II - Invalid Rater/Senior Rater Part II - Referred OER not referred Part IV.b - Block checks missing Part IV.d - HT/WT Yes/No missing Part V.b - No potential comments (Mandatory) Part V.c - Raters consistently put potential comments Part VII.d. - No recommended Career Field Watch!

10 Recent notable examples taken from Part Vc of the OER... Uniquely qualified in amphibious operations as a certified U.S. Navy fire support planner... Expert in strategic nuclear deterrence policy and operations... A thorough knowledge of Middle Eastern culture and political affairs... Possesses excellent computer skills and a demonstrated expertise in systems automation... Has vast experience and an avid interest in Unmanned Aerial Vehicle (UAV) technology; can serve as a key player in formulating future doctrine for these systems... Along with superior advocacy skills, he possesses an extensive knowledge of immigration law... Unique Professional Skills/Area of Expertise

11 OPMS XXI Career Fields Information Operations (IO) Operational Support (OS) Institutional Support (IS) Basic Branches FA 39 PSYOP and Civil Affairs FA 48 Foreign Area Officer FA 51 Army Acquisition Corps FA 24 Information Systems Engineering FA 30 Information Operations FA 34 Strategic Intelligence FA 40 Space Operations FA 46 Public Affairs FA 53 Information Systems Management FA 57 Simulations Operations Operations FA 43 Human Resource Management FA 45 Comptroller FA 47 Academy Professor, USMA FA 49 Operations Research/Systems Analysis FA 50 Force Management FA 52 Nuclear Research and Operations FA 59 Strategic Plans & Policy Effective 1 JAN 99, OPMS XXI Career Field comments by Rater in part Vc & Senior Rater in Part VIId are mandatory for ACC CPT thru LTC on the OER. See MILPER MSG NR for details. Example: “Would serve Army best in CF/BR” or “Would serve Army best in CF/FA” OPMS XXI “Bible”, DA PAM 600-3, on PERSCOM Online under OPMS XXI

12 Senior Rater “Rating Philosophy” –Mission: Identify your best. –Develop “Rating Philosophy” and consider communicating it to rated officers. –Decide how to give ACOM’s based on performance and potential (not position). Give at least one to officers you believe to be a must select for promotion/command/school. and/or Maximize ACOM’s on only the very best in your population. –Plan ahead, think series of reports ( number of times you will senior rate an officer ); Use ACOMs Sparingly. Trends occurring : –Many are giving COM’s to most rated officers’ on first rating followed by ACOM if deserved (exception: 1st OER on one of the best going before a board ). – Most appear to be aiming at 1/3 ACOMs + or - depending on population (Remember, leave a cushion for unexpected rating situations). Possible Approaches {

13 Know your Population, e.g. How they perform, When they go before boards, When reports will be due.....… Look Ahead, Establish a Plan, Develop rating philosophy based on “Center of Mass” norm -- Goal is 1/3 in Top Box, ensure Top Box is always less than 1/2 Review rating chains; combine small populations into larger groups where possible, allowing for a Broader View and a Better Comparison. Consider Start-up Costs (1st 4 reports in each grade, only 1 ACOM) Cannot Hold OERs Past 90 Days Remember -- Lieutenants/WO1s are Profiled Separately (SR will have one Profile for 2LTs, one for 1LTs, and one for WO1s) KNOW YOUR PROFILE AT ALL TIMES, Call PERSCOM to Verify, DSN ; CML(703) SENIOR RATER TIPS

14 Don’t Exaggerate “A future GO”, “will be the best BDE CDR” (LT) “One of the bright young officers upon who’s shoulders the future of Army Aviation rests.” (LT) “In fact, skip CPT and promote to MAJOR.” (LT) “If I could prove it is a LTC disguised as a LT.” “Always promote and school early.” Don’t Be Frivolous “Eats taskings like candy.” “WIZARD of the GREAT NORTH.” “Gleam in his eye, fire in his belly.” “One of the top four studs in the BN.” “Midas touch of gold.” “This one officer justifies every dollar spent on recruiting.” Don’t Be Stupid Job description on 3 month OER “Military liaison for Santa's Workshop.” Check spelling (“top knotch, Ttrainer, wirter, Lieuteriants, assigne”). “He is ready to lead a platoon, promote to CPT.” “Concur w/rater.” “The rater has said it all.” “Top 1% of all LTs in the Army (marked Center of Mass) (large profile) “This LT is one of the top 2 I rate in the Bn.” (rates 2) “Clearly in the top 5% of the LTs I rate.” (small population) Don’t say: Concur with rater, 6+ Officer

15 PART VII - SENIOR RATER b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA) c. COMMENT ON PERFORMANCE / POTENTIAL A completed DA Form was received with this report and considered in in my evaluation and review YES NO (Explain in c) a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE BEST QUALIFIEDFULLY QUALIFIEDDO NOT PROMOTE I currently senior rate______________officer(s) in this grade OTHER (Explain below) d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. BELOW CENTER OF MASS RETAIN BELOW CENTER OF MASS DO NOT RETAIN CENTER OF MASS ABOVE CENTER OF MASS (Less than 50% in top box; Center of Mass if 50% or more in top box) SENIOR RATER’S PORTION - PART VII

16 PART VII - SENIOR RATER c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE BEST QUALIFIED FULLY QUALIFIEDDO NOT PROMOTE A completed DA Form was received with this report and considered in my evaluation and review YES NO (Explain in C) OTHER (Explain below) x 16 HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: CPT BUCK, GEORGE SR: COL SMITH DATE: TOTAL RATINGS: 17 RATINGS THIS OFFICER : 1 CENTER OF MASS CPT Buck is one of the best Captains I senior rate. I personally selected him from a group of carefully screened candidates to command an elite OPFOR rifle company. A consummate officer, CPT Buck leads by example, is soundly grounded on tactics and shares his soldiers’ sacrifices and challenges. Must select this combined arms warrior for Major and early attendance to CGSC. d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. Battalion S-3, Battalion Executive Officer, Brigade S-3; Would serve Army best in OPCF/11 I currently senior rate_______________officer(s) in this grade X SENIOR RATER’S PORTION - PART VII

17 PART VII - SENIOR RATER c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE BEST QUALIFIED FULLY QUALIFIEDDO NOT PROMOTE A completed DA Form was received with this report and considered in my evaluation and review YES NO (Explain in C) OTHER (Explain below) x 16 HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: CPT BUCK, GEORGE SR: COL SMITH DATE: TOTAL RATINGS: 17 RATINGS THIS OFFICER : 2 ABOVE CENTER OF MASS CPT Buck is one of the Top 3 Captains I senior rate. I personally selected him from a group of carefully screened candidates to command an elite OPFOR rifle company. A consummate officer with great command presence. CPT Buck leads by example, is soundly grounded in tactics and shares his soldiers’ sacrifices and challenges. Outstanding warrior leader, whose educational background and personal desires indicate he would best serve the Army as an Information Systems Manager. Must select BZ for Major and early attendance to CGSC. d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. Division Automation Management Officer, Corps Staff AMO, Combat Service Support AMO; Would serve Army best in IOCF/53 I currently senior rate_______________officer(s) in this grade X SENIOR RATER’S PORTION - PART VII d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. Division Automation Management Officer, Corps Staff AMO, Combat Service Support AMO; Would serve Army best in IOCF/53 d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. Battalion S-3, Division Automation Management Officer, Corps Staff AMO; Would serve Army best in IOCF/53

18 –Center of Mass File is different from a Center of Mass Report (many ACOM officers have COM reports). However, having all COM reports places an officer at risk. –Most officers have received at least one COM (Over 92% of all CPTs; 87% of all MAJs; 85% of all LTCs). These figures continue to rise. –A COM OER, by itself, is not a killer; all boards select officers with at least one COM report; over 18,000 selected so far (many of those had multiple COMs). –Most of those who are successful will have a mix of ACOM and COM OERs, but some ACOMs in key jobs (BQ) are a must. Spikes in file are essential. –Receiving all COM OERs will place you at risk beyond promotion to Major. –Board results indicate officers with a mix of ACOMs and COMs are competitive to LTC. –Enthusiastic, but not overexaggerated, narrative, often differentiates among COM reports. IMPACT of COM OERS

19 OER Trends 67-9 “Vast Majority of OERs arriving at DA are Center of Mass”

20 LTC Board Recessed 28 Mar 01 (Avg. 3 per file) (Selected 1210 w/ 67-9) –71% Selects had at least one COM –BQ Position - 47% Selects had at least one COM –472 Selects had two or more COM 139 Selects had 3 COM 28 Selects had 4 COM 4 Selects had 5 COM CPT Board Recessed 21 Nov 00 (Avg. 2.1 per file) (Selected 3089 w/ 67-9) –87% had at least one COM –.4% No New OER –1701 Selects had two or more COM MAJ Board Recessed 15 May 01 (Avg. 3.6 per file) (Selected 1629 w/ 67-9) – 80%(1309) Selects had at least one COM – BQ Position - 54% Selects had at least one COM – 52%(853) Selects had two or more COM 283 Selects had 3 COM 93 Selects had 4 COM 9 Selects had 5 COM 1 Select had 6 COM What are success rates with COM for promotion?

21 Operations (Avg. 4.1 per file) (Selected 340 w/ 67-9) – 72% Selects had at least one COM – 37% Selects had two or more COM 30 Selects had 3 COM 10 Selects had 4 COM 2 Selects had 5 COM Institutional Support (Avg. 3.9 per file) (Selected 41 w/ 67-9) – 72% Selects had at least one COM – 17% Selects had two or more COM 1 Select had 3 COM Operational Support (Avg. 3.9 per file) (Selected 66 w/ 67-9) – 71% Selects had at least one COM – 28% Selects had two or more COM 3 Selects had 3 COM 2 Selects had 4 COM Information Operations (Avg. 4 per file) (Selected 24 w/ 67-9) – 75% Selects had at least one COM – 38% Selects had two or more COM 1 Select had 3 COM 1 Select had 4 COM COL Board Recessed 28 AUG 01 First Board under OPMS XXI

22 Managed Profile Technique Senior Rater checks One Box DA Label: reflects box check, or comparison of box check to profile(if top box) Top Rating Dependent on Profile Top Rating Dependent on Profile ABOVE CENTER OF MASS CENTER OF MASS b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA) BELOW CENTER OF MASS (Less than 50% in top box; Center of RETAIN DO NOT RETAIN Mass if 50% or more in top box) HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: COL BUCK, GEORGE SR: LTG SMITH DATE: TOTAL RATINGS: 20 RATINGS THIS OFFICER : 2 ACOM or COM or BCOM

23 b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA) HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: COL BUCK, GEORGE SR: LTG SMITH DATE: TOTAL RATINGS: 20 RATINGS THIS OFFICER : 2 BELOW CENTER OF MASS RETAIN CENTER OF MASS ABOVE CENTER OF MASS CENTER OF MASS ABOVE CENTER OF MASS RULE #1 RULE #2 Managed Profile BELOW CENTER OF MASS (Less than 50% in top box; Center of RETAIN DO NOT RETAIN CENTER OF MASS Mass if 50% or more in top box) SENIOR RATER BOX LABEL x BELOW CENTER OF MASS (Less than 50% in top box; Center of RETAIN DO NOT RETAIN Mass if 50% or more in top box) b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA) HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: COL BUCK, GEORGE SR: LTG SMITH DATE: TOTAL RATINGS: 20 RATINGS THIS OFFICER : 2 x Regardless of profile

24 - Top block check labeled "above center of mass" when... - profile is less than 50% in top block - Board sees only label and narrative - Top block check labeled "center of mass" when... - profile is equal to or more than 50% in top block - Board sees only label and narrative b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA) ABOVE CENTER OF MASS CENTER OF MASS Managed Profile Top block check gets ONE of two labels... HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: COL BUCK, GEORGE SR: LTG SMITH DATE: TOTAL RATINGS: 20 RATINGS THIS OFFICER : 2 ABOVE CENTER OF MASS HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: COL BUCK, GEORGE SR: LTG SMITH DATE: TOTAL RATINGS: 20 RATINGS THIS OFFICER : 2 CENTER OF MASS BELOW CENTER OF MASS (Less than 50% in top box; Center of RETAIN DO NOT RETAIN Mass if 50% or more in top box) x TOTAL Process at DA PROFILE IS * [10] [10] [0] [20] TOTAL Process at DA PROFILE IS * [3] [17] [0] [20] RULE # 3 RULE # 4

25 MANAGED PROFILE Reinforcing Rules MANAGED PROFILE Reinforcing Rules First single Top Box at a given grade will generate ACOM label at DA, regardless of profile Can’t mention box check in the narrative Can only Restart in a grade with your SR’s permission and after 3 reports in that grade have been processed at DA

26 Don’t Misfire More painful to get on track with credible profile No Brainer - Board sees only a COM label Rated Officer thinks you lied - INTEGRITY Rating chain gets involved - Pain and Embarrassment –DISCIPLINE MEMO FOR SENIOR RATERS WHO FAIL TO DISCHARGE THEIR RESPONSIBILITY SENT Thru - RATING CHAIN CSA to GENERAL OFFICERS CG PERSCOM to COLs AND BELOW –Annotated on filed in SRs OMPF and hard copy before Selection Boards Senior raters support senior raters; 12 MISFIRES to date.(ACOM box checks which produced COM labels) - Initial phase where all senior raters are contacted prior to processing a potential MISFIRE, has helped educate senior raters.

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28 (1) Check Box in VIIa - same grade in population (3 OR LESS = Small Population) (2) Check DA label: “Total Ratings”&“Ratings this Officer” (5 or less = Small Profile) (3) Focus on “Narrative”- VIIc (4) **Remember: Norm will be “Center of Mass” SMALL POPULATION/ SMALL PROFILE PART VII - SENIOR RATER c. NARRATIVE COMMENTS ON PERFORMANCE / POTENTIAL a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE BEST QUALIFIED FULLY QUALIFIEDDO NOT PROMOTEOTHER (Explain below) x I currently senior rate_______________officer(s) in this grade A completed DA Form was received with this report and considered in my evaluation and review YES NO (Explain in C) x 1 d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. CW3 Buck is the most outstanding warrant officer I have ever served with. He has earned the respect and trust of every commander in the brigade. Particularly noteworthy was his contribution to the warfighting ability of the battalion and brigade by keeping the M2 Bradley Fighting Vehicles operationally ready. His fellow technicians acknowledge him as the best technician in the division. He is a soldier and leader first, and maintains those skills at a level that equals his technical acumen. CW3 Buck has the ability to meet any challenge. Promote below the zone to CW4. A future CW5. DIV Maintenance Officer, TRADOC Instructor, CASCOM Doctrine writer HQDA COMPARISON OF THE SENIOR RATER’S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED CENTER OF MASS RO: CW3 BUCK, GEORGE SR: LTC SMITH DATE: TOTAL RATINGS: 1 RATINGS THIS OFFICER: 1 SELECTION BOARD INSTRUCTIONS:

29 OER BATCH PROCESSING Batch processing at PERSCOM----: Arrive on same day From same senior rater In same grade SAME PROFILE 2 EXAMPLES : Profile = 2 in top box; 4 in second box. Senior rater is forwarding 2 top box reports to PERSCOM Both arrive on the same day : - Profile becomes 4 in top box; 4 in 2d box. - Top box on both not less than 50%; - Both receive “COM” label Process on separate days : - Profile on 1st: 3 top box; 4 in second - Top box less than 50%-- ACOM label - Profile on 2nd: 4 in top box; 4 in second - Top box not less than 50%-- COM label

30 Cannot Hold OERs Past 90 Days Perception - Its OK to hold reports past suspense in order to sequence No! Over 1 Year into system, profiles should be established, Boards beginning to question. 90 days to submit reports to DA -- Required by Regulation. Late Statistics Report by name (Senior Rater) to field, Beginning 1 April. Commanders are responsible for the integrity of the OER System

31 NEW SENIOR RATER PROFILE REPORT DA FORM Sent to Senior Raters Annually Available upon request anytime Filed in Senior Rater’s OMPF

32 OER Processing Questions, Senior Rater Profile Questions: SPC Nichole Bonham, Officer Records: SFC Kent Bingham, SSG Brian Schiele, Officer Policy & Branch Management: MAJ Brian Young, MAJ Bryce Taggart, GI POINTS OF CONTACT


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